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| 049 |
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| 100 |
1 |
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|a Cameron, Judy,
|d 1953-
|1 https://id.oclc.org/worldcat/entity/E39PCjwJTXBhTG6HfRkYMWwpyd
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| 245 |
1 |
0 |
|a Rewards and intrinsic motivation :
|b resolving the controversy /
|c Judy Cameron and W. David Pierce.
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| 260 |
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|a Westport, Conn. :
|b Bergin & Garvey,
|c 2002.
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|a 1 online resource (vi, 257 pages) :
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|a Includes bibliographical references (pages 235-250) and index.
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|a pt. 1. Introduction -- An introduction to the rewards and intrinsic motivation controversy -- pt. 2. Rewards and intrinsic motivation : a look at the early research -- How rewards got a bad reputation -- Why rewards do not deserve a bad reputation -- pt. 3. Theoretical disputes over rewards and intrinsic motivation -- Theoretical perspectives on rewards as harmful -- Theoretical perspectives on rewards as helpful -- pt. 4. The empirical evidence for the impact of rewards on intrinsic motivation -- An overview of the experiments on rewards and intrinsic motivation -- A critique of meta-analyses of the effects of rewardson intrinsic motivation -- A meta-analysis of the effects of rewards on intrinsic motivation -- Discussion and implications of our meta-analytic findingspt. 5. Rewards and intrinsic motivation : a sociohistorical perspective -- A sociohistorical analysis of the literature on rewards and intrinsic motivation -- pt. 6. Practical applications of rewards -- The effective use of rewards in everyday life -- pt. 7. Conclusion -- Resolving the controversy over rewards and intrinsic motivation.
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|a Print version record.
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| 506 |
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|3 Use copy
|f Restrictions unspecified
|2 star
|5 MiAaHDL
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| 533 |
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|a Electronic reproduction.
|b [Place of publication not identified] :
|c HathiTrust Digital Library,
|d 2010.
|5 MiAaHDL
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| 538 |
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|a Master and use copy. Digital master created according to Benchmark for Faithful Digital Reproductions of Monographs and Serials, Version 1. Digital Library Federation, December 2002.
|u http://purl.oclc.org/DLF/benchrepro0212
|5 MiAaHDL
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| 583 |
1 |
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|a digitized
|c 2010
|h HathiTrust Digital Library
|l committed to preserve
|2 pda
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|a Contrary to many claims, rewards do not have pervasive negative effects; instead, with careful arrangement of rewards, motivation, performance, and interest are enhanced. Over the past 30 years, many social psychologists have been critical of the practice of using incentive systems in business, education, and other applied settings. The concern is that money, high grades, prizes, and even praise may be effective in getting people to perform an activity but performance and interest are maintained only so long as the reward keeps coming. Once the reward is withdrawn, the concern is that individuals will enjoy the activity less, perform at a lower level, and spend less time on the task. The claim is that rewards destroy people's intrinsic motivation. Widely accepted, this view has been enormously influential and has led many employers, teachers, and other practitioners to question the use of rewards and incentive systems in applied settings. Contrary to this view, the research by Cameron and Pierce indicates that rewards can be used effectively to enhance interest and performance. The book centers around the debate on rewards and intrinsic motivation.; Based on historical, narrative, and meta-analytic reviews, Cameron and Pierce show that, contrary to many claims, rewards do not have pervasive negative effects. Instead, the authors show that careful arrangement of rewards enhances motivation, performance, and interest. The overall goal of the book is to draw together over 30 years of research on rewards, motivation, and performance and to provide practitioners with techniques for designing effective incentive systems.
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|a English.
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| 650 |
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0 |
|a Employee motivation.
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| 650 |
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0 |
|a Achievement motivation.
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| 650 |
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0 |
|a Organizational behavior.
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| 650 |
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|a Psychology, Industrial.
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| 650 |
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|a Interpersonal relations.
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| 650 |
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7 |
|a PSYCHOLOGY
|x Industrial & Organizational Psychology.
|2 bisacsh
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| 650 |
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7 |
|a Achievement motivation
|2 fast
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| 650 |
|
7 |
|a Employee motivation
|2 fast
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| 650 |
|
7 |
|a Interpersonal relations
|2 fast
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| 650 |
|
7 |
|a Organizational behavior
|2 fast
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| 650 |
|
7 |
|a Psychology, Industrial
|2 fast
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| 650 |
|
7 |
|a Intrinsische Motivation
|2 gnd
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| 650 |
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7 |
|a Motivation
|2 gnd
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| 650 |
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7 |
|a Persönlichkeitspsychologie
|2 gnd
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| 650 |
1 |
7 |
|a Werknemers.
|2 gtt
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| 650 |
1 |
7 |
|a Arbeidsmotivatie.
|2 gtt
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| 650 |
1 |
7 |
|a Beloningen.
|2 gtt
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| 700 |
1 |
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|a Pierce, W. David.
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| 758 |
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|i has work:
|a Rewards and intrinsic motivation (Text)
|1 https://id.oclc.org/worldcat/entity/E39PCFGtcfKHkhvYgCfkvJY7H3
|4 https://id.oclc.org/worldcat/ontology/hasWork
|
| 776 |
0 |
8 |
|i Print version:
|a Cameron, Judy, 1953-
|t Rewards and intrinsic motivation.
|d Westport, Conn. : Bergin & Garvey, 2002
|z 0897896777
|w (DLC) 2001043794
|w (OCoLC)47995955
|
| 856 |
4 |
0 |
|u https://ebookcentral.proquest.com/lib/holycrosscollege-ebooks/detail.action?docID=3000814
|y Click for online access
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| 903 |
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|a EBC-AC
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| 994 |
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|a 92
|b HCD
|